#management

For the corporate people, has anyone else not received any communication from their manager/hr after the day they were laid off? I feel like HR should have hosted a Q&A or something. I am still doing tasks but it’s mostly crickets from upper management. I am still charging time to the project as I have not been told otherwise. I have also not been told to handover to others what I have been working on.

I feel like the leadership in this company is so confused about how to run a good healthcare company and it starts from the top. Sarah London is not a good leader and she needs to go.

At this point CV is polished, will bide my time. Still putting in work but only until something that looks better comes up. Thankful to be on the ship but this place has given and taken so much, the new lack of leadership is literally ki-ling me. Management pushes down to empty suits, No direction given. When you push you get more problems and politics. When performance suffers they blame the little people and give out sh---y pay and reviews. Can’t change anything at my level. Only way to survive mentally is to stop caring.

It’s funny how management was always telling us to sell sell sell, follow the prices even if I had to sell to 90 year old lady who is being transferred to assisted living facility who needs a landline just so she can talk to her son every Sunday but I have to ask her does she stream and she don’t know what that is. All of a sudden we customer focused it’s now be nice to the customer do what’s right for the customer, whatever, we have always said that but this regime was always about money money money and now look Dan laying people off left and right. We did this to our selves! Yes everyone is in the business to make money but let’s use common sense. Customer dies , but you want us to ask the daughter or son do they want to take over the internet. Yeah change this sh-t Dan!!

I read that when Schwab wants you to quit they start write ups and the compliance team starts questioning your every move even if you are doing nothing wrong.

Eventually Schwab sits you down and asks you to resign or else they mark your licenses.

This feels like blackmail, how should one navigate through this situation and how should one answer probing questions from compliance and management?

I joined this company when it was still considered a start-up and was part of its incredible growth during Covid, as well as the major decline it is now facing. Here are some things I noticed.

Management is not in tune with the market.

I hate to say this, but numbers were falsified during the CG buyout, which caused a hard fallout between the former management and CarGurus.

Many of the leaders who are still there are in over their heads.

CarGurus hit the panic button and laid off too many people at once, which led to a decline in dealers on the platform.

During Covid, CarOffer sc--wed over a lot of clients, which resulted in our reps getting kicked out of 20-group meetings and Auction Access taking rights away from CarOffer.

Laid off as well, interesting package and settlement. The invite is indeed business update confidential blabla. My manager was so nervous, she had to read the message from her screen.I calmed her down a bit and then the word came out: due to intensive investments and business changes..... All opportunities are blocked, all hiring reqs on hold, maybe until April. It's serious now. O wants to scale down.

How is the "new & improved" rating process going for my fellow managers? Nothing like robbing Peter to pay Paul. How is this not a process filled with managers playing favorites? It is the most subjective process ever, and the end result will be a demotivated team after finding out their coworkers got a portion of their raise.

Can they just admit they made a mistake and bring back Sudhir?

Or how to run it. Things have improved a little bit since the 2018 to 2022 fiasco, but it's still more than clear how far out of their depth the leadership is.

Management supposedly just wants to see how long it takes employees to work a case, however, there are 35 (YES THIRTY-FIVE) different task codes to choose from, including lunch/breaks AND Other, in which a comment is required. Looks like every single minute of our day has to be accounted for. I am so done with this place! Not like we aren’t doing our work, just certain times of the month are busier than others but we always get our work done.

Trying to split britive permissions down to granular level based on what a random vp in cyber thinks a developer does. Fails to account for the fact we've been doing every role since frank's reign of te---r. I for one am going to feel great saying I cant do the work because cyber says it's not my responsibility

Most "news" organs aren't covering what's happening at WF. Maybe if people called their local newspaper and TV news stations, they would start reporting on WF's "management" approach.

While the leadership took this one big unpopular decision , i really hope they flatten the org structure as well

I doubt if most people leaders do enough work compared to an individual contributor.

Mostly they just create unnecessary recurring meetings, present useless slides and cascade down a word vomit of useless jargon

We need more doers in the company and less talkers

Chevron India is offering their people 2x days a week in the office. I just heard that they plan to keep these, even as US Payroll are being forced to work 4x days a week in office.

So much for "better together"

... personally, if the I'm going to write to Management to try and get India 4x days in office too (including Monday). Fair is fair

Worst. ever. Management. Operations.

Harassment, favoritism, nepotism.

Hard to believe some of the latest managers are long term employee and have no clue about the basics of the oil and gas industry. Instead of the old managers from just a few years ago who would be in the field shoulder to shoulder with us, we now have managers that fly in from Houston and go to the field for 30min and brag about it on social media and in the townhalls.

I thought dan was trying to cut costs?

The company is fundamentally obstructing its own progress. It continues to retain individuals in critical roles because of an ineffectual HR department that lacks even a basic command of employment law. Why? Because the organization has placed directors and senior-level personnel whose academic backgrounds are in fields such as exercise management, and “senior HR” leaders whose primary experience consists of processing payroll at Lowe’s—professionals who are profoundly underqualified for the responsibilities they hold.

If leadership wants to understand why revenue continues to decline, it must look directly at the root cause: an HR infrastructure that is too weak, too inexperienced, and too uninformed to stop the organizational hemorrhaging. Meanwhile, employees with decades of rental-car experience remain in sales roles where they contribute little beyond drawing an hourly paycheck, draining the company while offering no measurable value.

And, remarkably, the company even elevates individuals to director-level operational roles despite behaviors as unprofessional as vaping inside fleet vehicles.

ARE YOU OUT OF YOUR MIND??? Whoever decided that scheduling can be automated has not spent a single day in this department.

Everyone in the top leadership is deluded and your subordinates are too scared to speak.

As a lowly technician with 25 years, this is the best time of year to work at this place. Most of the middle management is on vacation, we work on important things that have to be fixed right now, but the everyday micromanaging bullsh-t has disappeared until January 1st. I can come to work, do my job, fix things that are important andhave a stress free day. Thanks to all the managers whose absence makes this place better……

To all the wireline folks ...what year was it, or when was the last time you had a manager that had a background in telecom?

Yo, the whole trusted gang is low-key grindin’ on exit plans outta Cisco. Secret TOIs poppin’ off in back rooms, and some folks gettin’ straight ghosted from the AI knowledge drops. With all this shady energy, fr fr, how’s Cisco even supposed to Arista?”

If you want it even more dramatic, more corporate-snarky, or more street-slang, tell me the vibe and I’ll tune it.

Need leadership change

My manager shows flashes of competence but mostly lives in reaction mode. When things go south he's more likely to add pressure than solutions. I wish leadership training came with the job. Imagine where we would be if we had management that was actually competent.

It feels like money disappears every quarter thanks to sloppy management decisions. A lot of the newer leaders just don’t have the experience to handle these situations, and it shows. Staff end up scrambling to cover mistakes that shouldn’t even be happening. It's exhausting watching the same problems repeat.

Looking at Dan, Sampath and Hans. Interesting read from Forbes.

https://www.forbes.com/sites/victorlipman/2013/04/25/the-disturbing-link-between-psychopathy-and-leadership/?fbclid=IwdGRjcAOVdr9jbGNrA5V18GV4dG4DYWVtAjExAHNydGMGYXBwX2lkDDM1MDY4NTUzMTcyOAABHr8AspRVmyP5k6lgfQ1lGS10G8PArOO9f3lJzBR1PwgJj8CJwKKsmGkJMkbP_aem_u6pZrfuWmrVLbgrPl7N6iw

Jamie Rutledge is on a mission to drive delivery off a cliff. The minions he has hired (Michele Moesman and his direct reports) are the foot soldiers in brute forcing the implementation of “industry pods”. Highly efficient teams being broken into the POD model, manages have no clarity on their roles, such as big org change being done without any due diligence. All in the name of driving productivity. Jamie’s minions think that using “Agentic AI”, we can eliminate manual work. Kyndryl is sadly becoming another Indian IT provider under the current leadership. Kyndryl is driving off a cliff, and I dont see any skid marks.

This management has relied on the same tired playbook for far too long, choosing layoffs as its only real method of improving numbers while pretending that constant cuts somehow count as strategy. They cycle through the same pattern every time, bringing in a handful of low-cost replacements to quiet the workload complaints and then returning to the exact behavior that created the mess, which has become the predictable HP way in every sense.

To those who are competent and actually know how to get things done: are you as sick and tired as I am of cleaning up all the messes and doing all the hard work as I am? Might be bearable if there was some recognition and reward for doing it but management is too clueless to see what is happening. Who is John Galt?

https://www.facebook.com/share/r/1AQdfC7Net/

x.d*ta is currently not generating meaningful results and seems to be consuming resources without clear returns. The executive management appears to be spending heavily on travel( 4-5 times a year), often involving select individuals traveling between the US and Kochi, without any clear agenda just to attend the workshops. So far, the outcomes have been underwhelming, with releases that are difficult to understand from the release notes. subpar level releases where executives just pat each other's back after release.

While many employees in the US are facing job losses, some individuals who may not be contributing effectively appear to be receiving promotions or salary increases in India.
This should end, seriously !! few heads should roll now instead of RAing innocent engineers and managers ...entire focus is to make "kingdom" in kochi by this executive.. hope new VP takes notice of that and do long pending "purge"

Thanks for the entertainment in your LinkedIn post.
Boohoo people talked about your accent and then you spent all the time talking about your skirt no one cares about
How about mentioning your incompetence at not knowing employee counts and lost all credibility with the whole company or that you are now calling out internal comments on a public forum and inferring intel is discriminatory. Posting internal company photos.
Disappointed that you didn’t mention your personal issues to get more likes on social media. Wha about ….
Time to admit you are not up for the job and resign
Board now started formal investigation into code conduct violations.

In the 1970s, deep inside a research center in Palo Alto, a group of young Xerox engineers quietly built the future. They created a machine unlike anything the world had seen. A screen you could point at. A small device that let you move a cursor with your hand. Windows that opened and closed. Icons that behaved like real objects. Even the ethernet cables that would later connect the modern internet. It was called the Alto, and it was decades ahead of its time.
But inside Xerox headquarters, the company still viewed itself as a copier business. The innovations coming out of the research lab felt strange and experimental, far removed from office equipment and paper. Management could not see the commercial value of a graphical interface or a computer mouse. The Alto never reached the mass market, even though it held the blueprint of the personal computer revolution.
In December 1979, Steve Jobs visited Xerox PARC through a technology exchange agreement. Engineers showed him the graphical interface and the mouse. Jobs later said it was like seeing the future unfold in real time. He returned to Apple energized and committed to transforming these concepts into a consumer machine. The result was the Macintosh, launched in 1984, the first widely accessible computer with a graphical interface.
People often say Apple stole from Xerox. The truth is more complicated. Xerox had built extraordinary tools but did not move to commercialize them. Apple recognized their potential and reshaped them into products that could reach millions. The modern computer industry grew from that moment when one company overlooked its own inventions and another saw the opportunity clearly.
The story of Xerox PARC remains a reminder that innovation alone is not enough. Vision requires the ability to recognize value, invest wisely, and understand how transformative ideas can reshape the world.
Story based on historical records.

DST was a sweatshop that stole the lives of many hoping to build a nice career there. Few employees were rewarded for their hard work. Most were ignored and strung along with a carrot dangling well in front of them. Although a public traded company, only the management made out well. Scammers1

Pay for performance, not even close. The worst management I have ever seen. The worst methods and procedures I’ve ever seen. Horrible, horrible management from top to bottom.

Got riffed back before 2010. Never looked back. Looks like management continues to absorb the brunt of these cutbacks

Its more than likely not your fault, its a cr-ppy tactic of using the bell curve and even if you have 15 members on a team all of which are good performers, management is forced by leadership to pick a handful to give 2's to. Then you are placed on a PIP, and put under even more scrutiny and stress. In the past a PIP mean you if you showed improvement you would be taken off PIP and put back to a 3 next review, now its a death sentence and only a tactic to RIF you, its despicable. If you are not a favorite of management you will be given a 2. I know the job market su-ks but I would seriously start looking elsewhere, layoffs wont stop.

How is bonus distributed? Do managers get a lump sum and asked to share amongst his team?

Title says it all.

Back in the day Lowell ran the company with integrity. Back in the day Lowell said you could not be promoted to management within your market. The purpose of this was to evade the markets from becoming a good ole boys club. Since Lowell's retirement, Verizon has, in fact, become a good ole boys club. Maybe this reorg will fix that. Or maybe, we are in the death throws of a dying company.........